인적자원관리 제도에 대한 인식과 창의적 성과 간의 관계: 동기부여 선호도의 조절효과 = The perception of HRM practices and creative performance: Moderating effect of motivation preference

다국어 초록 (Multilingual Abstract)

Previous studies on the effect of HRM configurations on creative performance are focused on firm level HRM system and organizational creative performance. Recent researches of strategic HRM field pay attention to the fact that the individual attitude and behavior may be different depending on the individual perception of HRM practices implemented by organization. Based on recent research trends, this study analyzed how the individual perception of HRM practices (i.e., performance appraisal and compensation practices, training and development practices) could affect individual creative performance using data from researchers of government sponsored R&D institutes. In addition, this study examined the moderating effect of motivation preferences (i.e., intrinsic motivation vs. extrinsic motivation) on the relationship between HRM practices perception and creative performance. Results from 349 samples showed that positive perception of training and development practices is positively related to creative performance. Moreover, the higher intrinsic motivation preference strengthened the positive relationship between perception of training and development practices and creative performance. Finally, we discussed the theoretical and practical contribution of this study and further research direction.

참고문헌 (Reference)

1 이영수, "진성리더십이 자기주도학습 능력 및 조직유효성에 미치는 영향: C의료·바이오기업 구성원을 대상으로" 한국인력개발학회 16 (16): 81-112, 2014

2 양재완, "몰입형 인적자원관리시스템의 실행과 사회 친화적 행동: 정서적 성향의 조절 효과" 한국인사관리학회 41 (41): 45-80, 2017

3 심원술, "과업동기요인과 개인특성이 창의적 성과에 미치는 영향" 4 (4): 89-113, 2002

4 박종욱, "고성과 작업시스템 지각이 과업성과 및 창의성에 미치는 영향: 핵심자기평가의 조절효과를 중심으로" 한국인사조직학회 25 (25): 193-218, 2017

5 김진희, "고몰입 인적자원관리시스템이 조직성과에 미치는 영향" 6 (6): 1-18, 2004

6 Kuvaas, B., "Work performance, affective commitment, and work motivation : The roles of pay administration and pay level" 27 (27): 365-385, 2006

7 Zhou, J., "When job dissatisfaction leads to creativity : Encouraging the expression of voice" 44 (44): 682-696, 2001

8 Shalley, C. E., "What leaders need to know : A review of social and contextual factors that can foster or hinder creativity" 15 (15): 33-53, 2004

9 Bowen, E., "Understanding HRM-firm performance linkages : The role of the"strength"of the HRM system" 29 (29): 203-221, 2004

10 Ross, L., "The person and the situation: Perspectives of social psychology" McGrawHill 1991

11 Nonaka, I., "The knowledge creating company" 69 (69): 96-104, 1991

12 Shalley, C. E., "The effects of personal and contextual characteristics on creativity: Where should we go from here?" 30 (30): 933-958, 2004

13 Malik, M. A. R., "Rewards and employee creative performance : Moderating effects of creative self-efficacy, reward importance, and locus of control" 36 (36): 59-74, 2015

14 Kuvaas, B., "Perceived investment in employee development, intrinsic motivation and work performance" 19 (19): 217-236, 2009

15 Schneider, B., "Organizational climate and culture" Jossey-Bass 383-412, 1990

16 Sung, S., "Multiple dimensions of human resource development and organizational performance" 35 (35): 851-870, 2014

17 Amabile, T. M., "Motivating creativity in organizations : On doing what you love and loving what you do" 40 (40): 39-58, 1997

18 Fairbank, J. F., "Motivating creativity and enhancing innovation through employee suggestion system technology" 10 (10): 68-74, 2001

19 Yoon, H., "Mechanisms underlying creative performance : Employee perceptions of intrinsic and extrinsic rewards for creativity" 43 (43): 1161-1180, 2015

20 Badawy, M. K., "Managing human resources" 50 (50): 56-74, 2007

21 Mumford, M. D., "Managing creative people : Strategies and tactics for innovation" 10 (10): 313-351, 2000

22 Eisenberger, R., "Learned industriousness" 99 (99): 248-267, 1992

23 Deci, E. L., "Intrinsic motivation and self-determination in human behavior" Plenum Press 1985

24 Dreher, G. F., "Human resource strategy: A behavioral perspective for the general manager" McGraw-Hill 2001

25 Datta, D. K., "Human resource management and labor productivity: Does industry matter?" 48 (48): 135-145, 2005

26 Jiang, K., "How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms" 55 (55): 1264-1294, 2012

27 Shipton, H., "HRM as a predictor of innovation" 16 (16): 3-27, 2006

28 Wright, P., "HRM and performance: Achievements and challenges" Wiley 97-110, 2013

29 Mickel, A. E., "Getting"more bang for the buck" : Symbolic value of monetary rewards in organizations" 17 (17): 329-338, 2008

30 Zhou, J., "Feedback valence, feedback style, task autonomy, and achievement orientation : Interactive effects on creative performance" 83 (83): 261-276, 1998

31 Bartis, S., "Evaluation and performance : A two edged knife" 14 (14): 242-251, 1988

32 Zhou, J., "Enhancing creative performance : Effects of expected developmental assessment strategies and creative personality" 35 (35): 151-167, 2001

33 Oldham, G. R., "Employee creativity : Personal and contextual factors at work" 39 (39): 607-634, 1996

34 Nishii, L. H., "Employee attributions of the"why"of HR practices : Their effects on employee attitudes and behaviors, and customer satisfaction" 61 (61): 503-545, 2008

35 Sung, S., "Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation" Human Resource Management 2018

36 Shalley, C. E., "Effects of social-psychological factors on creative performance : The role of informational and controlling expected evaluation and modeling experience" 84 (84): 1-22, 2001

37 Shalley, C. E., "Effects of coaction, expected evaluation, and goal setting on creativity and productivity" 38 (38): 483-503, 1995

38 Binyamin, G., "Does structuring of human resource management processes enhance employee creativity? The mediating role of psychological availability" 49 (49): 999-1024, 2010

39 Jiang, K., "Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms" 23 (23): 4025-4047, 2012

40 Shin, S., "Do high-involvement HRM practices matter for worker creativity? A cross-level approach" 29 (29): 260-285, 2018

41 Amabile, T. M., "Creativity in context" Westview 1996

42 Tierney, P., "Creative self-efficacy : Its potential, antecedents and relationship to creative performance" 45 (45): 1137-1146, 2002

43 Jimenez-Jimenez, D., "Could HRM support organizational innovation?" 19 (19): 1208-1122, 2008

44 Shalley, C. E., "Competition and creative performance : Effects of competitor presence and visibility" 10 (10): 337-345, 1997

45 Ceylan, C., "Commitment-based HR practices, different types of innovation activities and firm innovation performance" 24 (24): 208-226, 2012

46 Kim, Y. B., "Career orientation of R&D professional in Korea" 30 (30): 121-137, 2000

47 Eisenberger, R., "Can salient reward increase creative performance without reducing intrinsic creative interest?" 72 (72): 652-663, 1997

48 Trank, C. Q., "Attracting applicants in the war for talent : Differences in work preferences among high achievers" 17 (17): 331-345, 2002

49 Jenkins, G. D., "Are financial incentives related to performance? A meta-analytic review of empirical research" 83 (83): 777-787, 1998

50 Tierney, P., "An examination of leadership and employee creativity : The relevance of traits and relationships" 52 (52): 591-620, 1999